What are your best practices for developing a DEI strategy?
5
Considering an exit from McKinsey as EM with 3 year tenure post MBA to financial services in tech org. TC is $325k with strong growth, WLB drops from 65-80hrs a week to 40-50hrs and no travel. Would you take it? Only consideration is that it’s a lateral move/slightly down in terms of current comp. Have been high performer st McK
Not developing a dei strategy
Stop categorizing people as per DEI initiatives. It’s racism. Please find something real to work on.
PM1 - The McKinsey “study” has been debunked. They only looked at large blue chip companies that were already successful and had extra revenue to fund diversity because they thought it would help the community. There is no proven causal relationship between success and diversity. In fact, we’ve seen it’s quite the opposite for small businesses. If they put the emphasis on demographics instead of experience and achievement, they fail.
Just follow the lead of Budweiser, Target, TSC, and Harley Davidson...the list goes on.
Kill the “equity” part and replace with “excellence.” Diversity is valuable. Inclusion is necessary to drive diversity, earlier rather than later. Equity is divisive, toxic, and discriminatory.
Ok, thanks for clarifying!
Stop treating it as division, exclusion and indoctrination.
Just don’t do it!
Definitely Tampons in the men’s room is a sure winner
Running for VP of a republican party.
I like to start a DEI program, and then get upset when someone is called a DEI hire.
Focus on skills and not who and what the person is. But that requires proper metrics which most businesses do not have because that would make managers like you accountable for setting people and projects up for failure for their own lack of skill. This will never happen because of human nature.
Do a deep study of how post-Floyd DEI obsession disproportionately impacted POC. 83% of newly hired DEI executives were white, the needle barely moved for Black Candidates getting into VP-C Level roles and were relegated to IC roles in DEI. They basically pandered to us by giving us mid level diversity roles without actually giving us what we asked for , fair shots at meaningful executive roles. Oh, and guess who were early to be impacted by layoffs?
Doing the opposite of what the 45th is doing.
Pay a DEI strategist
Develop a strategy to avoid discrimination and bullying, but don't shower employees with propaganda
Build a meritocratic output based system
Try adopting the same techniques used in HIV/STI prevention for the last 30 years.
Pivot to MEI